Antecedentes

The duration of the assignment is for 364 days.  Whereas an external candidate will be offered a temporary appointment; subject to release agreements, staff members in UN Women may be administered as a temporary assignment and staff members in the UN Common system may be administered under a loan arrangement.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

The Human Resource Section is responsible for the timely, accurate, equitable, effective and efficient delivery of all human resources management services, i.e. strategic staff planning, recruitment, staff administration, organizational and design and learning/career development, for the continuous development and improvement in human resource operations, policies, and methods to align with UN Women evolving business needs and for providing advisory support to the Executive Director in the formulation and implementation of UN Women's overall mission, strategy and plans of actions.

Under the supervision of the Deputy Regional Director, with matrix reporting to and functional oversight from the HR Deputy, the Human Resources Business Partner substantively support the implementation of Recruitment, Benefits and Entitlements, and Contract Management for the Americas and the Caribbean region, including employee relations activities, talent management, diversity considerations and other staff issues.  He/she ensures workforce planning is in place that is aligned with business objectives.

Deberes y responsabilidades

1.      Support the implementation of existing and new human resources (HR) policies, guidelines, procedures and standard operating procedures (SOPs) at the regional and country level

  • Support the Regional Office (RO) / Country Offices (CO) in implementing policies, guidelines and procedures in relation to HR operations (contract management, recruitment and selection, benefits and entitlements);
  • Provide advice to managers and staff when necessary;
  • Oversee the HR strategic planning/discussions on HR goal setting and annual work planning for the region;
  • Monitor the implementation of the Annual HR Plan for the Region, including budget
  • Provide training of regional personnel on HR systems and conduct training and build capacity in the region;
  • Provide technical inputs into HR policies, guidelines, procedures and SOPs, when necessary.

2.     Coordinate the contract management, benefits and entitlements and other staffing issues for staff and non-staff personnel for the RO and provide oversee and support to the region

  • Oversee the administration of contractual, benefits and entitlements and other related HR administrative matter;
  • Guide and make staff aware of their rights and obligations with regard to their entitlements and the processing of their entitlements;
  • Provide relevant HR data to the Deputy Regional Director and Regional Director on contractual actions;
  • Review and recommend levels of remuneration for external contractors:
  • Oversee and Liaise with UNDP at the RO and COs in the region to ensure proper administration of benefits and entitlements in accordance with existing SLA;
  • Monitor local payroll, when necessary.

3.     Facilitate the Recruitment and Selection processes for RO and CO based international and local support staff and external contractors

  • Facilitate timely transparent and competitive recruitment and selection processes for international professional positions in regional and country offices, including proper job classification, vacancy announcement, screening of candidates and appropriate use of different contract modalities with UN Women policies and standards;
  • Monitor and provide guidance as necessary on recruitment of locally-recruited positions in close coordination with regional and country offices;
  • Coordinate the entire recruitment process for Regional Office posts;
  • Act as Secretary to the Regional Central Review Board to ensure compliance of recruitment at General Service and Professional level, when necessary;
  • Provide current and prospective non-staff personnel, with timely guidance on recruitment and contracting policies, general conditions of service and business orientation.

4.     Work closely with HQ HR teams for technical advice and implementation on issues related to workplace relations and talent and performance management

  • Promote and implement UN Women workplace relations policies and initiatives in the region, including work/life balance promotion, diversity workforce awareness initiatives and stress management activities; Facilitate mediation for disputes in the region as required;
  • Facilitate the annual performance management process;
  • Implement learning and development activities.

 5.     Coordinate Learning and Development initiatives at the RO and COs in the field

  • Coordinate learning and development activities in the region, including on code of conduct, benefits and entitlements and performance management;
  • Assess training needs and coordinate closely with the HR talent management team on initiatives.

 6.     Liaise closely with HR HQ and coordinate communication and outreach activities

  • Promote transparent communication with  ROs and COs on all matters pertaining to staff;
  • Contribute to HR’s outreach platforms, including intranet, internet and HR Bulletin.

7.     Implement HR systems based on HR needs, including reporting

  • Track and periodically report on recruitment trends for management and donors;
  • Share data and information with Human Resources Headquarters as requested and finalize special reports as required;
  • Share data and information on HR issues with HQ, RO, MCO, CO, supervisor as requested;
  • Prepare special reports as required.

8.     Supervise and monitor the work of the HR team in the Regional Office

9.      Perform any other duties as assigned by supervisor.

Key Performance Indicators

  • HR operations services in the Regional Office and Country Offices are implemented, on time on scope and on budget
  • HR policies, guidelines and projects are implemented in the region on time, on scope and on budget
  • Strong and responsive relationships with clients in RO and COs by responding to queries within agreed timelines
  • Recruitment and Selection processes implemented, on time and on scope per policy and UN Women values
  • Benefit and Entitlements processes implemented, on time and on scope per policy and UN Women values
  • Workplace relations issues are raised to HR HQ as needed
  • Strong communication and collaboration with colleagues in HQ and clients in RO and CO
  • Quality tracking and reporting of data

Competencias

Core Values:

  • Respect for Diversity
  • Integrity
  • Professionalism

Core Competencies:

  • Awareness and Sensitivity Regarding Gender Issues
  • Accountability
  • Creative Problem Solving
  • Effective Communication
  • Inclusive Collaboration
  • Stakeholder Engagement
  • Leading by Example

Please visit this link for more information on UN Women’s Core Values and Competencies: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women- values-and-competencies-framework-en.pdf

Functional competencies

  • Strong general HR knowledge and expertise with a focus on recruitment and selection, knowledge of modern concepts and approaches in the field of HR Business Partnering;
  • Strong diplomatic skills;
  • Strong interpersonal skills;
  • Strong  written and spoken communication skills;
  • Ability to write and present ideas and  concepts;
  • Ability to handle confidential and sensitive information;
  • Strong problem solving and analytical skills;
  • Demonstrated ability to interact with personnel at all levels within the organization, demonstrated negotiating, cultural sensitivity and diplomatic skills;
  • Possesses a strong degree of sensitivity and change management abilities to intercultural personnel and organizational dynamics;
  • Ability to plan, organize, and prioritize multiple and simultaneous Human Resources related projects and programs in a changing environment;
  • Good understanding of UN Staff Regulations and Rules and human resources policies and procedures is an asset.

Habilidades y experiencia requeridas

Education and certification:

  • Master’s degree or equivalent in Human Resources, Talent Management (Talent Bench), Psychology, Organizational Development, Public Administration or other relevant social sciences;
  • A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. 

Experience:

  • Minimum of 5 years of progressively responsible experience in human resource management or related area, with a focus on recruitment and selection and/or benefits administration;
  • Field experience is an asset;
  • Proficiency in using computers and standard office software packages (MS Word, Excel, etc.) and advanced knowledge of spreadsheet and database packages;
  • Experience in Enterprise Resource Planning (ERP) systems is an asset;
  • Experience as a HR Business Partner is an advantage.

Language Requirements:

  • Fluency in English and Spanish is required;
  • Knowledge of one of the other UN official language, especially French and/or Portuguese is an asset.

Application:

All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-P11-Personal-History-Form.doc. Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

Note:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background